elo.fielo logo EN
Home
Manage work performance
Lead work.png?h=250

Manage work performance

If the work ability of the personnel in your organisation is at a good level, focus on preventing challenges through work performance management.

Successful work performance is assured when:
• Work objectives are clear
• The employee has sufficient competence for the job
• The organisation of the work and related tools facilitate a successful work process
• The employee has the right attitude
• The employee is capable of working

Did you know

The results of Elo’s work community surveys indicate that every fourth respondent would like to be told more clearly what is expected of them at work. Unclear objectives for work weaken work productivity and, in the end, the company’s result. Performance management is key when it comes to the success of a company!

Did you know

The results of Elo’s work community surveys indicate that every fourth respondent would like to be told more clearly what is expected of them at work. Unclear objectives for work weaken work productivity and, in the end, the company’s result. Performance management is key when it comes to the success of a company!


Bubbles yellow.svg?h=250

Feedback as part of performance management

The purpose of feedback is to keep the work on track in accordance with the basic task and agreed objectives and to help the employees develop within their work. Positive feedback provides inspiration and motivation for the work and supports the employees’ self-confidence. Feedback promotes change and advances the learning process. That is why it is necessary to give constructive feedback as well, as a means of ensuring that things continue to move in the right direction.

Advance your own knowledge


In a situation in which the employee…

When the employee doesn’t know what is expected, clarify the work task and objectives.

Coaching questions for the employee:
• How is your work going?
• What are the primary objectives of your work?
• How well have you achieved the objectives for your work?
• Do you need help from me in terms of clarifying the objectives of your work?
• Would you like more or less support from me in terms of your work?
• Do you feel that you receive a sufficient amount of feedback regarding your work? If not, would you like more?


If the employee lacks the necessary skills, ensure a sufficient work induction and clarify the need for further training.

Coaching questions for the employee:
• How is your work going?
• Do you have work tasks that seem difficult?
• Do you need further induction or instructions? In what areas?
• How do you feel that you learn best?
• Who would be the best person to help you?

If the employee is not capable of carrying out the set work tasks, make alternate work arrangements and/or acquire equipment.

Coaching questions for the employee:
• How is your work going?
• How are the current work arrangements working for you?
• What might improve your work process?
• What do you feel should be done in this situation?

If your employee isn’t willing to do the work, address the matter and issue a warning, if necessary.

Coaching questions for the employee:
• How is your work going?
• How well have you achieved the objectives for your work?
• What is preventing you from succeeding in your work?
• What changes could you personally make?
• On a scale of 1-10, how satisfied are you with your work?

If your employee is taking on too much:
• Set limits for the work
• Share the responsibility more broadly
• Initiate the use of work pairs
• Share the competence of experts more extensively
• Offer work guidance

Coaching questions for the employee:
• What can I do, as your supervisor, to improve your work situation?
• Would you like help or coaching for any of your work tasks?
• What could we do to further develop the co-operative work of our team?
• On a scale of 1-5, how satisfied are you with your work?
• On a scale of 1-5, how stressed are you?
• On which work tasks do you spend your working hours?
• What are your most important work tasks?
• Which of your work tasks could you give up?

If your employee isn’t able:
• Work co-operatively with the occupational health service
• Assess the employee’s performance at work
• Organise occupational health negotiations
• Adapt the work
• Clarify the possibilities for rehabilitation

Coaching questions for the employee:
• How is your work going?
• How do you view your situation?
• What work tasks can you carry out well?
• What work tasks are difficult to carry out?
• What would help you to continue working?

Read more in the Take action section.

Share this page